What we do
Detailed work in pay, bonus and benefits
Pay Benchmarking
Pay benchmarking - using a range of frameworks and data sources most appropriate for your organisation and sector and most up to date, we've lots of experience with WTW, Hay Korn Ferry, Brightmine (formerly Cendex), Alan Jones, Croner, NHS & Agenda for Change, and others
Bonus and commission schemes ‐ corporate and operational
Bonus and commission schemes - we have designed and reviewed these and run lots ourselves when in house, whether they are bonus schemes with corporate, team and individual elements, focusing on both the 'what' and the 'how', or operational schemes, typically in retail, or commission schemes, or LTIPs. For us there are many elements to consider from funding, to what the schemes are aiming to drive and how effective that is, impact on reputation, behaviours (negative and positive), fairness (and unintended unfairness or even discrimination), practicalities like data capture and timescales, process and systems support, building 'what if' scenarios, functional and level differences.
Benefits reviews and brokering
Benefits reviews - we have carried out many reviews, understanding where the organisation sits in its talent market and where it wants to be, how this aligns (or otherwise) to its values and strategy, and what the gaps are in its offering. We look at the most innovative and effective solutions for the client demographic, without being tied to or rewarded for any specific provider and can deliver those solutions especially brokering healthcare or flexible benefits.
Wellbeing and benefits plans
Wellbeing and benefits plans - we have carried out many reviews, educating on the many aspects of wellbeing and how this can be optimised both proactively and providing support when wellbeing is not strong. We look at the most innovative and effective solutions for the client demographic, without being tied to or rewarded for any specific provider and can deliver those solutions.
Retention schemes
Retention schemes - we have delivered solutions considering leave risk and critical skills, seniority and other factors to devise short and long term initiatives.
Relocation packages
Relocation packages - within the UK including what can be claimed without tax implications and incentivising people to move.
Run Reward Forums including polls, surveys and discussions
Reward Forums - for Retail and Hospitality - with subgroups for Airports and Ireland - and 3rd Sector including discussions and on line polls, off line detailed surveys and questions.
Reward governance and reporting
RemCo papers and statutory reporting
RemCo papers and statutory reporting - we have supported clients in producing papers for their RemCo and other governance groups, and supporting statutory reporting such as Directors Remuneration Reports.
Reward governance - with employees, shareholders and customers
Reward governance - with employees, shareholders and customers being ever more concerned about fairness in reward and as part of ESG and Fair Pay initiatives, we have designed appropriate governance, which is not cumbersome but ensures this fairness.
National Living Wage compliance reviews and calculations - stats, analysis and action planning
National Minimum Wage compliance reviews and calculations - NMW sounds simple but the regulations which sit behind it are complicated and many have been caught out on technical issues. We have worked with clients to identify risks and put in solutions, and help them do the required calculations, whether as part of an HMRC audit or proactively.
Gender and Ethnicity Pay Gap Reporting
Gender and Ethnicity Pay Gap Reporting - we have helped clients to collect the right data and categorise it appropriately, ensure the right pay elements are used, especially where there is a statutory definition, analyse the results and produce any key statistics, again notably any statutory or market typical statistics like mean gaps and quartiles, and action plan to understand and improve the result.
Recognition reviews and schemes and toolkit design
Recognition reviews and schemes and toolkit design - historically, long service was the key factor recognised but it is clear that recognising the delivery of an organisation's desired values, behaviours or results provides positive reinforcement, not just for individuals but the wider group. We have worked with clients to review what they have and provide both centrally run schemes and also toolkits so that managers can recognise 'in the moment' and more regularly.
Principles, strategy and frameworks
Reward philosophy, principles and market positioning
Reward philosophy, principles and market positioning -we often run sessions with Exec teams to get them to really think about what Reward can do for them and ensure they are putting all of the tools into their toolkit. We link the business strategy and values and help them to formulate an overall philosophy and principles, we talk about where the organisation is now and where it wants to be relative to the market (given funds are not unlimited) and so how that can be achieved.
Reward strategy and planning
Reward strategy and planning - organisations are often not clear about what they want reward to do for them and so we help to clarify the destination. It is hard to plan a journey without knowing the start point and so we clarify both the As Is and To Be on Reward as a whole and its elements. That makes it much easier to set out the journey, or strategy, which we will then break down into its elements and work with you on a timeline.
Reward & career frameworks - grading for bonus, benefits and pay benchmarking
Reward & career frameworks - many clients ask us to put together or update a levelling or grading which can be used to help ensure fairness for bonus, benefits and pay benchmarking and help employees see how they get rewarded and what is required at the next step up in terms of knowledge, skills and expertise. This is a big issue in Reward right now - how to be equitable but not necessarily the same, to ensure that we can reflect market conditions for certain roles, and recognise individual skill and expertise whilst at the same time being fair and avoiding Equal Pay risks.
Pay principles and frameworks
Pay principles and frameworks - we frequently work with clients to help them ascertain the best pay principles for their organisation, whether that is their market positioning, what market they are comparing with, whether they will pay more for certain factors like expertise and how that will be built. For roles where there can be quite a lot of difference as people progress in the same fundamental role, eg retail and hospitality management, we will build frameworks benchmarked to market and specific to that organisation, for example if sites differ markedly in terms of sales or complexity.
Team development
Reward team recruitment
Reward team recruitment - we have worked with clients to design the most appropriate organisation structure for Reward including robust job descriptions, and support with long term recruitment for roles through our resourcing expertise.
Reward for HR generalists and reward teams
Reward coaching for HR generalists and reward team - we have a strong coaching offer which you can see on our coaching tab. As well as online, we have designed and delivered in house and small group coaching courses.